2025 Job Market Shake-Up: Is the 'Great Stay' Trend Coming to an End?
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
As we kick off the new year, HR and business leaders are eager to understand the hiring and turnover trends for 2025. Let’s dive into the latest research:
❗️ Nearly 9 in 10 hiring managers (86%) report difficulties in finding the talent they need.
📈 Job openings have decreased but remain historically high as organizations continue with critical initiatives.
☝️ Regarding industry changes, 21% of workers plan to switch fields, 31% are undecided, and 49% intend to stay in their current industries.
❓ In December 2024, we discussed the significant drop in turnover known as the ‘Great Stay’ trend. If employees begin seeking new jobs, this trend may come to an end this year.
💡 Work-life balance is the most important factor for job seekers, with 99% of respondents indicating it’s a key priority in their next role. Job security is a close second, with 98% considering it crucial, followed by interest in the work itself (97%), according to a new interesting research published by ResumeTemplates using data 📊 from a survey of 1,258 full-time U.S. workers.
✅More than half of employees will look at new jobs in 2025
Researchers have discovered that 56% of workers are planning to seek new job opportunities in 2025. Of these, 27% are already actively searching, 13% intend to start before the end of the year, and 16% will begin their job hunt in 2025. Meanwhile, 44% of workers have no plans to look for new opportunities.
More than half of hiring managers (52%) are recruiting for new positions, primarily to support company growth, while 43% are focused on replacing employees who have left.
Additionally, nearly a third of managers (30%) anticipate that the time required to fill open roles will decrease in the coming months.
✅Top priorities for job seekers
Researchers found below priorities for workers that when considering a position include:
According to researchers, work-life balance tops the list of priorities for job seekers, with 99% of respondents highlighting it as a key factor in their next role. Job security follows closely, deemed crucial by 98% of respondents, while 97% prioritize having a genuine interest in the work itself.
✅Reason for change job
Researchers also look at the reasons driving workers to consider leaving their current jobs, not surprising and like other surveys, low pay tops the list, with 40% of respondents citing it as a major factor.
Close behind, 37% feel undervalued in their roles, and an equal percentage report feeling burned out. Limited career growth opportunities are a concern for 33% of workers, while 28% point to poor management as a reason for wanting to move on.
💥 Fascinating insights! Remote work and Return to Office (RTO) policies ranked low on the list of reasons for leaving. This suggests that the widespread push for RTO has leveled the playing field among companies, making it less likely for employees to leave their organizations solely due to these policies.
✅Global Trends in Job Creation and Loss
In a recent report by the World Economic Forum , researchers forecast that over the next five years, 83 million jobs will be lost while 69 million new jobs will be created. This results in a structural labor-market churn of 152 million jobs, affecting 23% of the 673 million employees in the study. Overall, this represents a net reduction of 14 million jobs, or 2% of total employment.
✅Could 2025 Mark the End of the Great Stay Trend?
☝️ Last year, ZipRecruiter researchers have coined the term “The Great Stay” to describe the phenomenon where turnover rates decline and employees choose to remain with their current employers. Theses findings clearly indicate that firms are embracing the lessons of the Great Resignation by investing in better compensation, work-life balance, and career development to retain talent.
☝️ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬: Analyzing past research makes it challenging to pinpoint a clear trend in hiring and departures 2025. However, if this preliminary research confirms that workers are eager to switch jobs this year, it’s evident that the 'Great Stay' trend will shift to the 'Great Move'. Historical data on hiring and departures also indicates a cyclical pattern, with periods of stability followed by significant changes. Let’s see how this unfolds!
Thank you 🙏 ResumeTemplates researchers team for these insightful findings: Julia K. Toothacre MS
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1dNicolas BEHBAHANI very insightful! The 2025 job market and the "Great Move" highlight critical trends that cannot be ignored. The shift in power toward workers, driven by an abundance of vacancies, marks a significant turning point. Employers must anticipate and adapt to this new reality. External pressures like housing shortages, inflation, and the strain on mental resilience are key drivers for younger generations seeking to improve their situations, and companies need to respond accordingly. I strongly believe that moving beyond traditional sentiment surveys is essential. Building deeper, trust-based relationships and supporting employees in their personal lives are crucial steps to help them truly thrive. Creating "DNA alignment" between employees and organizations is essential. Embracing individuality and aligning intrinsic motivations with company values could redefine workplace culture, fostering a sense of safety, significance, and belonging. It’s also important for companies to address the needs of all generations, not just younger workers, to ensure inclusivity. This could be a valuable guide for organizations looking to stay relevant and attractive in the evolving labor market of 2025.
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
1dThe insights shared are truly invaluable. The shift toward prioritizing purpose, balance, and growth over traditional incentives highlights the need for businesses to recalibrate their strategies. As the debate over remote versus office work settles, employees are increasingly focused on the overall work experience and whether companies are genuinely investing in their people. The structural churn projected globally underscores the importance of long-term reskilling efforts. With 69 million new jobs anticipated, organizations must emphasize skills mapping and workforce redeployment. Attracting and retaining talent is no longer just about filling vacancies—it’s about aligning with the values that matter most to today’s workforce. Thank you for sharing!
Career Coach + Strategist // Equipping ambitious professionals to take control of their career. 💥 Check out my course on LinkedIn Learning with over 46,000 Learners! 🎉 LinkedIn Top Voice!
1dThanks for the tag, Nicolas BEHBAHANI! We've had a few interesting survey results recently. I'm curious to see how it unfolds in early 2025. I would love to see the market return to candidates - we'll see!
Insightful breakdown, Nicolas BEHBAHANI! It’s interesting to see how worker priorities have evolved—while salary and benefits still matter, work-life balance and job security are non-negotiable for most employees. If we’re heading toward a 'Great Move,' then companies must act proactively on engagement, recognition, and culture to stay ahead. Will 2025 be the year of reshuffling? Time will tell! #HRAnalytics #WorkplaceTrends
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
2dI think that the trend in the UK is likely to be one of staying with the current employer (unless totally disgruntled). There is one reason for this, brought about by two outcomes. Firstly, in the recent Government Budget, there was a hike in employers National Insurance contributions coupled with a larger than expected increase in the Minimum Wage. The outcome being a lack of incentive to recruit and, in fact, some employers have already started to reduce their staffing (particularly in the retail and hospitality sectors - and is starting to spread to other sectors). Secondly is the uncertainty brought about by the Employment Rights Bill (currently going through parliament). Shortly after the General Election I wrote to the Prime Minister and, in my letter, pointed out the importance of ensuring that the financial climate could support any additional costs brought about by the new legislation. However, my advice was obviously ignored as the Regulatory Policy Committee has pointed out (amongst other things) that there had been inadequate assessment of disproportionate impacts on small and micro-sized businesses. In my view it will have a detrimental effect on recruitment in larger organisations. Great post Nicolas.